How to fill the gap of new technicians in textile enterprises?
“I would rather deliver food than go to the factory.” This problem that Cao Dewang and Zhang Xinghai are concerned about in factories is “difficult to recruit and retain people.” It is also typical in the textile industry.
At present, high-level skilled talents have become a “scarce resource” in the textile industry, especially in the cotton textile industry. The shortage of excellent technical workers has become a problem that plagues most enterprises. “It is difficult to recruit and retain people” not only affects the normal operation of the enterprise, but also limits the improvement of production efficiency and productquality, and further restricts the industry’sTransformation and Upgrading.
So, facing reality, can cotton textile companies solve the problem of talent shortage through their own efforts? If the cotton textile industry wants to develop healthily, what kind of talent training system is needed and what kind of talent foundation is built?
Talent supply and demand are facing new contradictions
“The current salary of front-line employees in spinning mills has increased from 3,000 yuan per month in the past to about 5,000-6,000 yuan. Even so, spinning mills still face the embarrassing situation of difficulty in recruiting workers, especially technical talents, and there is a gap. Relevant Compared with large-scale cotton textile enterprises, small and medium-sized enterprises are ‘difficult to recruit, retain, and train talents.'” said Yang Runkai, executive director of the Henan Textile Industry Association.
According to research by the China Cotton Textile Industry Association, the average age of employees in large-scale cotton textile enterprises in the Su-Wuxi-Chang area of Henan, Shandong and Jiangsu is between 40 and 45 years old. Companies continue to raise wages but are still unable to recruit young workers for sustainable work. The problem of labor shortage has affected the normal operation of enterprises.
In order to solve the widespread “labor gap”, many cotton textile companies have begun to build smart factories in recent years. With the wave of industryintelligent and digital transformation and upgrading, the current technical talent problem commonly faced by cotton textile enterprises has also been “upgraded”.
“Equipment conditions have improved, but the quality of talent does not match. After textile companies recruit a large number of workers for training, few workers can stay in the company for a long time. This phenomenon is very common.” Ye Jianchun, chief engineer of China Cotton Textile Industry Association He said that now that the digital spinning workshop is put into use, the demand for labor has been greatly reduced. In the past, the company employed as many as 320 people per 10,000 spindles, but now this number can even be reduced to 15 people. What many companies need is no longer production workers in assembly lines, but new managers who understand professional technologies, data systems, and business management and are willing to take root in the front lines of production.
To develop high-end textiles, talent is crucial. Talking about the relationship between talents and enterprises, Yang Runkai bluntly said that in the context of economic globalization, it is difficult for spinning enterprises without the support of talents and technology to survive and develop in international competition. “Under the pressure of international competition, textile companies increasingly need a group of professionals who are proficient in foreign languages and can participate in resolving trade disputes; under the wave of big data, the Internet of Things, and cloud computing, companies need people who understand both textiles and information technology. Specialized talents.”
On the one hand, the threshold for “skilled workers” has become higher, on the other hand, the appeal of “skilled workers” has become smaller. Although spinning companies are actively transforming and upgrading, and the factory environment and employee treatment have improved, many young people still believe that manufacturing factories have single skills and little room for development. This is also one of the reasons why the position of “skilled worker” is not attractive enough. important reason.
Textile companies are taking multiple measures to cultivate talents
Faced with the realistic dilemma of “talents are rare and difficult to retain”, cotton textile companies are doing everything possible to do “their own thing” and take multiple measures to stabilize the team and improve the quality of the stock. Strengthening internal training, organizing skills competitions, and carrying out school-enterprise cooperation are all effective means for cotton textile companies to improve the quality of their talent teams.
Jiangsu Yueda Textile Group Co., Ltd. (hereinafter referred to as “Yueda Textile”) has always attached great importance to talent work. This year, the company has established a standardized and systematic training system for new college students to formulate career plans for college students and fully implement them. “Tutorship” training.
“‘Masters guide apprentices, and the old help the new’ is a fine tradition that Yueda Textile has always adhered to. Through this master-apprentice training model, a close master-apprentice relationship has been established and a batch of outstanding employees have been cultivated.” Dai Jun, chairman of Yueda Textile, said that in March this year, the company held a mentoring and mentoring agreement to sign an agreement, aiming to generate a talent phalanx and accelerate the improvement of the job performance capabilities of new college students in the company.
In order to vigorously promote the spirit of craftsmanship and cultivate a team of highly skilled talents, Ruyi Cotton Textile Group launched a two-month vocational skills competition in southern Xinjiang this year. For the outstanding contestants who stand out in this skills competition, the company will upgrade their professional skills as required, and reward them spiritually and materially, which will greatly enhance the employees’ enthusiasm for work.
In order to build excellent product research and development teams, in recent years, it has also been very common for cotton textile companies to cooperate with universities.
In August this year, Luthai Textile signed a contract with the Textile and Clothing College of Qingdao University to provide internship opportunities for college students to employmentWe will carry out all-round cooperation in various aspects such as strengthening school-enterprise collaborative education, jointly carrying out scientific and technological research, and promoting the transformation of scientific and technological achievements. At the school-enterprise industry-university-research docking event, the Discipline Construction Office and Science and Technology Office of the College of Textile and Clothing of Qingdao University released the technical requirements of Lu Thai Group to the whole school. 46 experts and professors from 9 colleges actively signed up, effectively promoting multi-disciplinary cross-integration and Collaboratively tackle key problems.
Multiple parties collaborate to solve labor difficulties
To solve the problem of talent shortage in the industry, it is not enough to rely on the strength of enterprises alone. In this regard, Sun Ruizhe, president of the ChinaTextile Industry Federation, once said at the 2021 China Cotton Textile Technology Conference that the cotton textile industry should focus on cultivating industrial talents and cultivateThe power of scientific and technological innovation requires leveraging the power of governments, associations, enterprises, and universities to establish a talent training system.
He advocated that in combination with the development of the cotton textile industry and market needs, universities need to improve discipline construction and cultivate innovative, applied and technical talents; the government needs to provide more platforms and financial support to encourage school-enterprise cooperation and the integration of industry and education. , to promote the coordinated development of professional knowledge education and practical skills training; industry associations should create a good atmosphere for engaging in industry and encouraging innovation, and actively carry out training activities to enhance the industry’s attractiveness to talents.
In terms of establishing a talent training system, Zhejiang Lanxi’s approach is worth learning from. In recent years, Lanxi has used the Skills Wealth Alliance as the starting point to play three “skill cards” of “training + competition + level recognition”.
Doing a good job in skills training and consolidating the technical foundation is the first card. Since 2020, Lanxi City has carried out a total of 120 textile skills training sessions, with more than 12,000 people trained. It has established school-enterprise cooperation relationships with many well-known local universities and established 7 technology transfer centers and 2 research institutes for Targeted training of employees with college and undergraduate degrees, and the realization of textile engineering associate degree upgrading.
The second card is to carry out skills competitions and “use competitions as training” to improve the quality of the technician team. Lanxi organized various local government departments to actively carry out textile skills competitions. In 2020, in the “Lanxi-Jinsuo Cup” weaver vocational skills competition in the national textile industry hosted by Lanxi, Zhao Ting, a weaver from Zhejiang Jinsuo Textile Co., Ltd., won the honor of “National Cotton Textile Industry Technical Expert” in the competition title. As a technical backbone, Zhao Ting has now become the company’s deputy director of quality. “The construction of the competition platform not only allows the contestants to learn from each other and learn from each other’s strengths, but also standardizes operational skills, and also effectively improves the quality of the talent teams of each enterprise.” Zhao Ting said.
The third skills certification card allows textile talents to achieve a win-win situation of “skills and salary”. This year, Lanxi has comprehensively carried out skill level recognition work, and will provide financial subsidies of 2,000 yuan, 900 yuan, and 800 yuan respectively to workers who have obtained third-, fourth-, and fifth-level skill level certificates through the certification examination. Tong Fuyou, president of the Lanxi Textile Industry Association, said that from January to September this year, Lanxi City carried out corporate skill level certification for 15 companies, helping 1,358 weavers obtain skill level certificates, of which 1,144 were level 3 (senior workers). people. Since the recognition of skill levels, the proportion of technical workers in the company has increased to more than 24.3%, and the per capita annual income has increased by more than 6%. The increase in income has made the company’s talent team more stable.
At the association level, this year the China Cotton Textile Industry Association actively responded to the comprehensive implementation of the “Skills China Action” and organized industry experts to compile the “Cotton Textile Industry Vocational Skills Training Textbook.” Wang Yao, vice president of the China Cotton Textile Industry Association, said: “Technological innovation is reshaping the shape and pattern of the cotton textile industry, and the cotton textile industry’s demand for skilled talents is increasing day by day. The preparation of this set of teaching materials is also to promote the cotton textile industry to better Carry out vocational skills training and accelerate the cultivation of high-quality workers and skilled talents.”
In addition, the “China Cotton Textile Industry Skilled Talents Improvement Project” online training organized by the China Cotton Textile Industry Association will also be launched in the near future. The first training content covers blowing and carding, combing, drawing, Various process links such as roving, thick and thin weaving, vortex spinning, warping, sizing, weaving-related process operation skills, and quality control. Wang Yao expressed the hope that the online training can provide an open and convenient learning platform for more textile people.
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